Liverpool & Merseyside Theatres Trust Limited Board of Directors

Board Sub Committees

Executive Director

Artistic Director

Administrative Director

Assistant to the Directors

Building Development Director

Communications & Sales Director

Head of Finance

Theatre & Community Director

Technical Director

Literary Manager

Redevelopment Coordinator

Communications & PR Manager

Audience Insight Manager

Sales Manager

Communications Officer (Services)

Development Manager

Administrator

IT Services Manager

House Manager (PH)

Finance Manager

T&C Programme Manager T&C Administrative Assistant

Education Manager

Outreach Manager

Director Young EV & PH Youth Theatre Administrator

Associate Director

Programme Manager Actors & Creative Teams

Producer

Senior Production Manager

Literary Officer

Communications & Media Officer

Deputy Sales Manager

Development Officer

Administrative Assistant

House Manager (EV) Assistant House Managers

Finance Officer & Assistants

Education Intern

Outreach Team

Company Manager

Literary Intern

Maintenance Team

Communications and Sales Assistants

Head of Lighting & AV Bar Supervisor Fire & Security Officers Stage Door Receptionists Housekeeper Senior Technician (AV) Senior Technician (Lighting)

Head of Wardrobe

Head of Stage

Front of House Staff

Cleaning Team

Senior Technician (Stage)

Technician (Lighting and AV)

Technician (Stage)

Key Executive Senior Management Team

Note: Beyond the Executive and Senior Management Team this diagram is not necessarily indicative of the grading of posts, it is simply an illustration of the reporting structure

The Liverpool & Merseyside Theatres Trust Limited September 2011

APPLICATION FORM
The first three pages of this form will be removed by the Human Resources Department and will not be seen by those short listing.

Please do not put your name on any other pages.

Position Applied For Candidate Reference (office use only) Job Reference

PERSONAL DETAILS Surname Address Forename(s) Telephone Mobile Postcode Email

Unless indicated by ticking this box, all written correspondence will be by email

DECLARATION The information I shall provide on this form, is accurate and I understand that the Liverpool & Merseyside Theatres Trust Ltd may terminate my employment, without notice, should I knowingly mislead during the recruitment process. Data Protection: I agree to the Liverpool & Merseyside Theatres Trust Ltd using the personal data contained in this form, or information which may be obtained from me or other sources, for the purpose of dealing with my application for this employment. Signed: Date: ______________________ (please type name if submitting electronically) ______________________

Candidate Reference Number

REFEREES Please give the name of two people who can be contacted for references, one of whom should be your current/most recent employer, indicating at which stage of the process they may be contacted.

Name Address Postcode Email Telephone May be contacted

Relationship to Applicant

Name Address Postcode Email Telephone May be contacted

Relationship to Applicant

EQUAL OPPORTUNITIES MONITORING Liverpool Everyman and Playhouse seeks to be an Equal Opportunities employer and strives to ensure that in its provision of services in general, and as an employer, in particular, it will offer equality of opportunity for all persons regardless of race, colour, ethnic or national origin, disability, sex, religion or social background. In order to ensure that we can monitor implementation of this policy, applicants are requested to complete this section of the application form. The information given will be anonymously retained by the Human Resources Dept for monitoring purposes and associated record keeping only in line with the Data Protection Act 1998. This information will not form part of any personal file and will be treated on a private and confidential basis. Post applied for: Please indicate your gender: Male: Female: Please indicate your age: 18 25 26 50 51 - 60 61 plus

Please indicate your ethnic origin: Asian Black Chinese Mixed Race Other White

Would you like to provide any further definition? (For example Irish, Black British, Caribbean etc.)

The Disability Discrimination Act (DDA) defines a disabled person as someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-today activities. Some illnesses, and conditions that affect eyesight, are automatically considered to be a disability. For further information, please see the Disability Rights Commission website (www.drc-gb.org). Do you consider yourself to have a disability? Yes No If Yes, if selected for interview, do you require any assistance or adjustments to help you to attend? Yes No Please do not hesitate to call a member of the recruitment team, in confidence, if you would like to discuss this , or via recruitment@everymanplayhouse.com further with us, on 0151 70 How did you find out about this post? Thank you for taking the time to complete this form.

Do not write your name on this page

Candidate Reference Number EDUCATION and TRAINING Dates From To From To From To From To
Please continue on a separate sheet if necessary

Qualifications Obtained

Other Training Events Attended or Qualifications Achieved: Dates From To From To From To From To
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Training Provider

Qualifications Obtained

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Candidate Reference Number

PREVIOUS EMPLOYMENT Dates From Employer Post Held Summary of Duties

To

From

To

From

To

From

To

From

To

Please continue on a separate sheet if necessary

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Candidate Reference Number

SUPPORTING STATEMENT With reference to the job description and person specification, please use this space to tell us your reasons for applying for the post; how your experience and skills support your application and anything else you believe is relevant. You should demonstrate clearly how and to what extent you meet each element of the specification. Please do not include any supplementary material ( such as a CV) as this will not be considered as part of your application. Use no more than 2 pages to complete your response. Please continue on a separate sheet if necessary.

Do not write your name on this page

EQUAL OPPORTUNITIES POLICY The Liverpool and Merseyside Theatres Trust aims to be fully aware of the historical, cultural and social experiences of many individuals and groups. The Company aims to reflect the cultural diversity of the communities it works with. We select employees on their abilities and aim to ensure that no employee, patron or potential employee is discriminated against on the ground of race, colour, ethnic origins, gender, sexual orientation, marital status, age, disability or religious beliefs. The Company aims to make its work fully accessible for as wide an audience as possible. This policy statement embraces all full-time, part-time, permanent, casual and temporary employees and any person who acts on behalf of the Company. The Company will not tolerate discrimination against any staff by fellow employees, or persons appointed to the service of the Company. The Company led by the Board is committed to Equal Opportunity practice and to making this policy fully effective. RESPONSIBILITY AND MONITORING It is the duty of all employees to accept a personal responsibility for the practical application of the policy, but, at the same time, the company acknowledges that specific responsibilities fall upon the Board, management, supervisory staff and individuals professionally involved in recruitment and employee administration. The Company includes any employee whether full or part time, or on temporary employment or who acts on behalf of the Company. Advice and support from relevant professional national and local organizations will be sought from time to time as necessary. Through monitoring, the current Policy and practice will be regularly examined for effectiveness and changes made as necessary. RECRUITMENT AND SELECTION As posts become vacant the Head of Department concerned will review the area of work in conjunction with either the Administrative Director or the Executive Director. Where a job description already exists it will be reviewed in light of the vacancy and to ensure that it contains no indirect discrimination. Any changes are to be agreed by either the Administrative Director or the Executive Director. Candidates for interview will receive copies of job descriptions and information on the Company. The person specification will provide objective criteria relating to the attributes, skills and experience required to do the job. Depending upon the skills required for the job, recruitment shall be aimed at as wide a group of suitably qualified and experienced people as possible and each candidate will be considered on his/her merits, experience and suitability for the post. The Company aims to encourage applications from and training opportunities for people from underrepresented groups in the community.

All job applicants will be sent a copy of the Job Descriptions, Person Specification, Equal Opportunities Policy Child Protection Policy and relevant information about the Company in an appropriate format where costs allow. All job applicants will be sent an Equal Opportunities Monitoring form which, when returned, will be detached from the application and will not be available for the persons preparing the shortlist. Where appropriate and possible, selection panels will include a balance of gender and ethnic dimension. All those involved in the interviewing procedure will be made fully aware of the Companys Equal Opportunities Policy. Recruitment procedures shall be regularly monitored and modified to ensure that individuals are selected on the basis of their merits, experience and suitability for the post. DECLARATION The Rehabilitation of Offenders Act (1974) requires that people applying for positions which give them substantial, unsupervised access on a sustained and regular basis to children under the age of 18 years MUST declare all previous convictions which are then subject to police checks. An applicant in this category can only be offered a job subject to a successful police check. This includes potential employees, volunteers and self employed people such as practitioners. They should also be required to declare any cases pending against them. Applicants should be reassured that any information will be treated in confidence and will not be used against them unfairly. Criminal Records Bureau When an applicant has been selected who will be required to work with young or vulnerable people, an application for an Enhanced Criminal Record Disclosure Certificate will be made and must be received by the organization before their appointment can be confirmed. Details on this procedure can be obtained from the Administrator. ADVERTISING Advertising will be drafted by the Head of Department and agreed with the Communications and Sales Director. All advertisements will carry wording stating that the Liverpool Everyman and Playhouse is striving to be an equal opportunities employer. Where direct promotion occurs within one department, only the subsequent vacancy need be advertised. Direct internal promotion is subject to an interview and the agreement of the Executive Director. All vacancies at Head of Department level will be advertised in the appropriate publications and will not be available as direct promotion. Apart from direct internal promotion it is the general principle of the Liverpool and Merseyside Theatres Trust to advertise all vacant posts (with the exception of temporary and casual staff unless it is necessary). Notice of vacancies will be advertised on the Company notice boards. TRAINING FOR EQUAL OPPORTUNITIES The Company will provide information to ensure all staff are aware of the Equal Opportunities Policy and to enable those who are involved in the recruitment and selection of staff to be more effective. Training shall be provided to all staff to ensure their awareness and understanding of this Policy in relation to specific responsibilities of their work.

If an existing employee is unable to perform his/her job satisfactorily due to serious illness or disability, the Company will examine ways of retaining the employee where possible and appropriate - each case being dealt with individually. AUDIENCE The Company strives in its programming policy to produce a programme of work that will appeal to and serve as many sections of the community as possible. The Company will strive to devise policies to bring new audiences to the theatres and make it possible for all members of the community to have full access to its work. The Company aims to provide access information detailing the range of services the theatre provides for disabled people. GRIEVANCES Should an employee consider that they are suffering from unequal treatment within the scope of this policy they will be entitled to raise the matter via the Companys Grievance Procedure. Any job applicant who believes that s/he has been treated inequitably within the scope of this policy should write to the Executive Director who will investigate the complaint.